The HR & OB Society
business leaders. While the content might greatly vary depending on the topic and audience,
curation is highly important. While a content designer would work on the curriculum of an
individual element and make is relevant to the topic, a curator brings together all the individual
elements and creates a Learning Journey and maps it to the Individual Development Plan
(IDP) of the employees. The curator designs the Learning Journey keeping in mind the
competency gaps and the succession planning of the organization.
The rule of the game has changed and so have the metrics to measure the win. Learning for
learning's sake is no more an acceptable reason for burning big bucks. If L&D cannot
understand the concept of bottom-line, it is no more than a liability. Modern learning practices
are designed with cognizance that the L&D metrics are not the number of hours of training
completed or number of people who have accessed the system in last 3 months. The metrics
mirror the business to which the learners belong. They mirror it to the tee, for example, the Net
Promoter Score (NPS), Sales Revenue, Gross Margin, Profit Margin, Sales Growth, Customer
Retention, Employee engagement score, Employee attrition and much more are tracked. A
L&D Analyst keeps the top-line and the bottom-line in mind, defines matrices depending on
organization's annual, quarterly and monthly plans. She forecasts and tracks the progress and
the co-relation between a learning intervention after isolating all the other influences to the
impact on the pre-defined matrices. The L&D analyst suggests interventions and can define
how flexibly and proactively the entire function can cater to the need of the organization.
As an HR, I can say that we have an exciting time ahead. So well, on a serious note, I being
a L&D professional, love what I do.
Ishita Menta
XLRI-HR (2016-18)
Faculty of Management Studies, Delhi
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